Intersections at work

19 taLent LoCK 1: taLent KeY 1: taLent LoCK 2: taLent KeY 2: taLent LoCK 3: taLent KeY 3: taLent LoCK 4: taLent KeY 4: taLent LoCK 5: taLent KeY 5: taLent LoCK 6: taLent KeY 6: ignoRing inteRseCtionaLitY . organisational Lock. Gender bias is amplified for people who are culturally diverse and LGBTQ. Workplaces treating diversity dimensions separately in D&I initiatives. inteRseCtionaLitY refers to the way that multiple aspects of diversity (e.g., our age, care-giving responsibilities, disability status, sexual orientation and gender identity) come together or ‘intersect’ to form part of our identity – and therefore our experience of inclusion at work. Lived experience . I come from a European background and have not experienced issue at work as a result of being culturally diverse. Being a woman and someone that identifies as an LGBTIQ woman has had more of an impact at work than being culturally diverse. Lesbian Female, Australian-Maltese cultural identity. Being an LGBT, Asian, female, the intersection of being Asian and female has a much larger impact on my experience. I am not easily identified as LGBT for those who are not explicitly told, so I feel that has a large part to do with it. Bisexual Female, Chines cultural identity. My experience as being both culturally diverse and part of the LGBTQ community at work don’t really interconnect and are completely separate. We have diversity and inclusion programs/teams which focus on cultural diversity, and those that focus on LGBTQ, but none that focus (or even work together) on various inclusion considerations at the one time in a joint/collaborative way. Gay Male, Chinese-Australian cultural identity.